Do workers who experience conflict between the work and family domains hit a "glass ceiling?": A meta-analytic examination

被引：73

作者：

Hoobler, Jenny M. ^{[1
]}

Hu, Jia ^{[1
]}

Wilson, Morgan ^{[1
]}

机构：

[1] Univ Illinois, Sch Business Adm, Dept Managerial Studies, Chicago, IL 60607 USA

来源：

JOURNAL OF VOCATIONAL BEHAVIOR | 2010年 / 77卷 / 03期

关键词：

Work-family; Career; Work performance; SUBJECTIVE CAREER SUCCESS; JOB-PERFORMANCE; SELF; SATISFACTION; RESOURCES; OUTCOMES; CONSERVATION; INTERFACE; STRESS; VALIDATION;

D O I：

10.1016/j.jvb.2010.07.001

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Based in Conservation of Resources (COR: Hobfoll, 1989) and self-verification (Swann, 1987) theories, we argue that when workers experience conflict between the work and family domains, this should have implications for evaluations of their work performance and ultimately affect more "objective" career outcomes such as salary and hierarchical level attained, as well as the attitudinal outcome of career satisfaction. Our meta-analysis of 96 studies, for a combined sample size of 32,783, found that both work-to-family conflict (WFC) as well as family-to-work conflict (FWC) negatively impacted self-rated as well as manager-rated work performance. And our structural equation model found that WFC and FWC were negatively related to career satisfaction and hierarchical level attained. But while WFC was negatively related to salary, FWC was positively related to salary. (C) 2010 Elsevier Inc. All rights reserved.

引用

页码：481 / 494

页数：14

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